why culture is important
TRANSCRIPT
Culture
Introductions
Training, facilitation
Leadership development
Instructional Design
Performance ManagementTalent Management
Employee Engagement
Talent Strategy
Global Learning, Development,
Recruitment, etc…
Organization Behaviour
Tim
e/g
rey h
air
s on
my h
ead
Complexity/size of pay check/progress to takeover the world
Culture Strategy
People Leadership
Business Strategy
Culture• What is it?• Why is it important?• How is it created?• How can you shape it?• How can you use it to grow your
team?
Death of HR
The report of my death was an exaggeration
What is Culture?
• Umbrella Term
• Party: the vibe, feel, energy of a place
• Memory of the organization
• Shadow
What is Culture?
You can’t control culture.
But you must observe it, and you must be intentional in the decisions that you know will effect it.
• Umbrella Term
• Party: the vibe, feel, energy of a place
• Memory of the organization
• Shadow
What is Culture?• Not controllable
• Observable
• Make intentional decisions
Why is Culture important?
Average perform
er
High perform
er
Productivity at work
Ever work with someone who doesn’t
get it?
People are a competitive advantage
High Performers have
options
Finding a job is about
fit
Seller beware Buyer beware
Employer beware Employee beware
So what does this all mean for you?
Intentional
Why is Culture important?• People are a competitive advantage
• High performers have their pick of jobs
• Employer beware- employees have more power than ever
• Be intentional about things that affect culture
How is culture created?
Values
Rituals
Stories
Artifacts
Consequences
Values
Rituals
Stories
Artifacts
Consequences
Vision
Values
alwayssometimes
never
7 +/- 2
Most important
Selecting Values
Involve others
Values
Values
Rituals
Stories
Artifacts
Consequences
LEADERS “walk the talk”
Onb
oard
ing • Recruitment
• Job descriptions
• Resume screening
• Interviews• Selection• Candidate selection
• Offer letters• Negotiations• Welcome Kits
• Orientation• Probation• Integrations• First days
Main
tenan
ce
• Policies• Communication• Intranet• Goal setting• Coaching• Training & Development
• Performance Reviews
• Team Building• Recognition• Rewards• Engagement• Compensation• Employee relations
Pro
gre
ssio
n • Performance Plans and Measurement
• Dismissals• Succession Planning
• Promotions• Retirement
What do your rituals say about you?
Values
Rituals
Stories
Artifacts
Consequences
Founding story
How you treat customers
How you treat employees
What you do for fun?
What rituals are most important?
What are people like there?
Who gets rewarded?
Who fits in?
Who gets promoted?
Table of Contents
Values
Rituals
Stories
Artifacts
Consequences
Values
Rituals
Stories
Artifacts
Consequences
1 Observe behavioursBe objective. Use your professional (not personal) opinions.
Were expectations set for this type of situation? If not, document and share with entire team.
Make sure you document specific examples. Remember to coach for good and bad!
2 Determine cause Status check. Establish supportive climate.
Communicate your findings. Frame your feedback, tone and gestures.
Solicit their perspective. Listen and show empathy.
3 Communicate ExpectationsReview expectations. Provide examples of expected performance.
Explain the impact of their performance. Link it back to the company VALUES
Mutually agree that action is needed.
4 Create planCreate a plan. Include specific observable measurements.
Offer support. Decide upon consequences & timeline for follow up.
5 Follow up
COACHING FOR PERFORMANCE
How is culture created?• Vision, values are most important
• Espoused theory vs theory in use
• Rituals, stories reinforce theory in use
• Artifacts – physical environment matters
• Consequences are necessary
How can you shape your culture?
Recognition
🎂
Pick habits Ritualize
BADgood
1. Clarify perspective
2. Comprehend values
3. Commit to what is most important
4. Choose the option that fits best
Communicate your decision clearly and honestly
Hire carefully
Slow to
hire…. ..quick to fire!
The Pruning Moment!
1) Prune healthy buds or branches that are not the best ones.2) Prune sick branches that are not going to get well.3) Prune dead branches that are taking up space needed for the healthy ones to survive.
How can you shape your culture?• Promote and communicate your vision, values, language regularly
• Create some meaningful rituals
• Celebrate stories that align with your vision
• Use values to make tough decisions
• Make personnel decisions carefully
How can you use culture to grow your team?
Figure out what you want
Job Description
Mission for role
Deliverables
Competencies
Resume/experience
Interview:screeningscorecardculture
Assessment
References
Multiple Sources
Interview tips
Don’t give the answer in the question
Prepare in advance-know how to score an answer
Make sure questions are specific
Watch body language
Can you spell that for me?
Look for ‘we’ vs ‘I’, brevity vs ‘stories’
Interview tips
Stereotyping
Inconsistency in questioning
Nonverbal bias
Halo/horn effect
Contrast effect
Similar to me
How can you use culture to grow your team?
• Begin with the end in mind
• Be open and honest
• Pick fit over skills
• Use multiple information sources
• Avoid biases
Culture• What is it?• Why is it important?• How is it created?• How can you shape it?• How can you use it to grow your
team?